What is I-O?

Industrial-organizational (I-O) psychology is the scientific
study of the workplace. Rigor and methods of psychology are
applied to issues of critical relevance to business,
including talent management, coaching, assessment,
selection, training, organizational development,
performance, and work-life balance.

Sunday AM

Coffee Break Sunday, 7:308:00 Multiple Locations

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Special Sunday morning programming has been selected on the topic of The Future of I-O Psychology Research, Teaching, and Practice: What Lies Ahead for the Next 20 Years? These 22 themed sessions are marked with the following symbol:

This symposium explores theoretical and methodological approaches that can help the field of occupational health psychology advance in understanding complex relationships between work and family. Theoretical and empirical studies that examine the workfamily interface from the perspectives of individual, dyad, and organizational level phenomena will be presented.

Nancy Yanchus, University of Georgia, Lillian T. Eby, University of Georgia, Sabrina Drollinger, University of Georgia,
The Impact of Emotional Labor on WorkFamily Balance Outcomes

Russell A. Matthews, University of Connecticut, Regan Del Priore, University of Connecticut, Linda K. Acitelli, University of Houston,
Partner Perceptions of Work-to-Family Conflict as a Crossover Moderator: A Dyadic Study Design

Alicia A. Grandey, Pennsylvania State University, Bryanne L. Cordeiro, Pennsylvania State University, Candace Blair Cronin, Pennsylvania State University,
Breaking Down the Barriers: The Moderating Role of Family-Friendly Culture on the Family Needs-Policy Use Relationship

Teaching Diversity: Building Multicultural Competence for the Next Twenty Years

This forum will focus on building multicultural competence through diversity instruction. Brief presentations will identify unique issues involved in diversity instruction and provide techniques to facilitate diversity instruction in diversity courses as well as throughout the curriculum. An extended question and answer period will also allow for audience interaction.

Increasingly, organizations understand that the ability to build leadership capability will afford them strategic advantage in the marketplace. Given Dells aggressive growth strategy, we are emphasizing accelerated development of our leadership pipeline at the local, regional, and global levels. This forum details these programs, critical success factors, and lessons learned.

MaryBeth Mongillo, Dell, Inc., Chair

Cheryl Heitzler, Dell, Inc., Co-Chair

John R. Adcock, Dell, Inc., Key Talent-High Potential Development: A Local Program

This symposium presents 4 unique studies utilizing longitudinal data to examine dynamic criteria. Results illustrate how typical criterion measures taken at a single point in time fail to capture important effects related to team dynamics, employee turnover intentions, individual contribution to organizations, and performance relationships with cognitive tests by race.

Greg L. Stewart, University of Iowa, Chair

John E. Mathieu, University of Connecticut, Tammy L. Woods, University of Connecticut,
Laying the Foundation for Successful Team Performance Trajectories: The Roles of Team Charters and Deliberate Plans

The past several years have seen an increased interest in leadership selection and development at both the academic and professional levels. This forum offers the opportunity to discover if there is currently alignment and congruence between leadership academies and the competencies required and desired in the business and corporate environment. A discussion on past, current, and future collaborative efforts between academics, leadership academies, and practitioners in regards to leadership selection and development will be presented.

Getting Action From Organizational Surveys: A Discussion of New Methodologies

Authors from the New Methods section of Allen Krauts upcoming (2005) SIOP Professional Practices Series book,
Getting Action From Organizational Surveys: New Concepts, Methods, and Applications, will highlight their findings. Each presenter will discuss new methodologies at a different stage (planning, administration, analysis, and reporting/follow-up) of the typical survey program.

Although organizational citizenship behavior (OCB) has been widely studied, important topics have been slighted. This session involves investigations into neglected topics including negative consequences of OCB; relationships between OCB, group process variables, and team performance; and links between OCB theory and transaction cost economics. Attendees may find the results surprising.

Ronald F. Piccolo, University of Florida, Jeffery A. LePine, University of Florida, Christine Jackson, Purdue University,
Group Processes and Group Performance: Not Much More Than Members Organizational Citizenship Behavior

Who Cares Most About Justice? A Theoretically Based Individual Difference Perspective

Despite the plethora of research on organizational justice, presently there is limited knowledge regarding boundary conditions of justice effects. All papers in this symposium take a theoretical approach to understand how individual differences affect justice perceptions and behaviors, thus helping to explain when and for whom justice is most important.

David M. Mayer, University of Maryland, Chair

M. Susan Taylor, University of Maryland, Co-Chair

D. Ramona Bobocel, University of Waterloo, Katrina Louise Goreham, University of Waterloo, Dispositional Determinants of Justice: The Roles of Self- and Other Focus

John C. Shaw, Mississippi State University, Cindy P. Zapata, University of Florida, Jason A. Colquitt, University of Florida, Personality Moderators of Explanation Effects: Fairness Theory as a Guide

Hui Liao, Rutgers University, Deborah E. Rupp, University of Illinois at Urbana-Champaign, Jaewon Ko, University of Arizona, Kidok Nam, Korea Military Academy, Michael R. Bashshur, University of Illinois at Urbana-Champaign, Justice Climate: The Effects of Moral Values and Measurement Strategies

David M. Mayer, University of Maryland, M. Susan Taylor, University of Maryland, A Needs-Based Theory of Justice and Individual Differences

This study examined the external validity of multisource feedback ratings made for developmental purposes compared to administrative purposes. Results for a sample of 396 managers showed that both ratings demonstrated external validity. Contrary to expectations, ratings made for administrative purposes had stronger relationships with external criterion measures than developmental ratings.

245-2. Weighting Criteria: The Impact on Validity and Subgroup Differences

This study examines how weighting criteria by job importance affects predictorcriterion relationships and subgroup differences in performance ratings. Results reveal that weighted criteria result in less racial subgroup differences than the use of unweighted criteria, with no loss in criterion-related validity.

The present research takes a new approach to examining peer ratings of performance. The Social Relations Model is utilized to determine if variance in ratings is attributed to characteristics of the rater or the ratee. Results demonstrate that for all performance dimensions examined variance was present due to both sources.

245-4. Disentangling the Effect of Race on SupervisorSubordinate Agreement

This study was conducted to examine the effects of race and Confucian work dynamism on the congruency between self- and supervisor ratings. Results indicated that race (Asian vs. Caucasian) and Confucian work dynamism moderated the relationship between self- and supervisor ratings.

This study was conducted to assess the measurement equivalence of a 360-degree feedback instrument between males and females. Once the assumption of measurement equivalence was substantiated, the extent and direction of mean differences in performance ratings were then assessed between gender groups.

245-7. Some People Never Change! Predicting Anchoring on Initial Employee Performance

When required to make judgments of others, people are often anchored by their first impressions. An experimental study found that managers implicit person theory (IPT) regarding the malleability of personal attributes (e.g., personality and ability) predicted the extent to which they anchored on their initial impressions of employee performance.

The purpose of this study is to examine the performance judgments faculty members make on a typical academic performance appraisal with some systematic elements. This research allows us to identify the cue weightings used by raters completing faculty performance evaluations and compare them to given performance dimension weights.

245-9. Working Memory Effects on Accuracy and Halo in Performance Ratings

Raters who know what the rating dimensions are before observing performance make more accurate ratings, presumably because they can update dimensional judgments while observing performance episodes. Raters who are distracted with a secondary task while recalling performance information make more haloed ratings, presumably because they cannot suppress overall impressions.

This study examined the relationships between multisource feedback characteristics, reactions to feedback, and goal setting in a sample of 390 managers. Findings revealed that managers reactions to feedback mediated the relationships between rating discrepancies, source credibility, rater observational opportunity, and internal performance attributions and the outcome measure of goal setting.

This study evaluates self-, peer, and supervisor ratings of 195 employees in a Dutch public organization. Overall interrater agreement between and within rater categories was moderate. Using an intelligence test, an AC exercise, and a personality questionnaire as external criteria, little evidence was found for the criterion-related validity of the 360-degree ratings.

We examined leniency as a response to rater discomfort with providing negative performance feedback. As hypothesized, expectations of ratee challenge and ratee feedback acceptance were associated with rater discomfort, which mediated rating leniency. In addition, direct effects of appraisal purpose and incentive to rate accurately on rating leniency were replicated.

The present study investigated whether employees react favorably to positive feedback or to feedback that confirms their self-views and if these reactions are moderated by self-view certainty. Results showed that feedback scores were the main determinant of feedback reactions. Self-view certainty moderated perceived utility of feedback for the competency Decisiveness.

245-14. I Can Handle the Truth! Impact of Objectives Statements on Multirater Feedback

A content analysis of a voluntary objective statement was evaluated for 158 participants in a multirater feedback process. Requesting negative feedback was related to decreased response rates and increased rating variability but not to mean rating.

245-15. Importance of Accountability, Group Discussion, and Consensus in Rater Groups

This study explores the role of accountability, group discussion, and consensus in determining behavioral accuracy. Results, based on 213 raters, suggest that accountability correlates with behavioral accuracy, involvement in group discussion influences accountability, and that the process of reaching consensus significantly improves behavioral accuracy. Implications are discussed.

245-16. An Investigation of Behavioral Specificity and Rater Agreement

This study empirically investigated the relationship between behavioral specificity and rater agreement, performance rating, and difficulty perceptions. The results, based on 312 raters, suggest that raters agree more on nonspecific items. Also, on the dimension level, rater agreement was higher on dimensions perceived as more difficult to rate.

This study assessed the measurement invariance of self- and supervisor ratings. Moreover, MIMIC modeling was used to examine potential covariates of task and contextual performance ratings. Results demonstrated measurement invariance across rates. However, both subordinate and supervisor demographic variables (age, sex, and tenure) were found to influence latent performance ratings.

245-18. Performance Appraisal Congruency: An Important Aspect of PersonOrganization Fit

This paper reports on an instrument to assess employee perceived performance appraisal congruency. An Internet survey completed by 135 individuals showed performance appraisal congruency predicted overall system satisfaction, perceived usefulness, and fairness. Also, the less respondents knew about their performance appraisal system, the less satisfied they were with it.

A meta-analytic review of research on the performance-cue bias (PCB) revealed that the PCB is of a sufficient magnitude to exert influence on ratings of leaders, groups, and the self. Importantly, the subjectiveobjective nature of the rating instrument and the amount of individuating information provided to raters moderated the PCB.

Analysis of promotion recommendations from a federal agency revealed no gender discrimination. Content analysis of promotion recommendation narratives revealed a same-gender bias. Female supervisors use more task leadership and people leadership language when describing female subordinates. Male supervisors use more of both types of language when describing male subordinates.

245-21. Evaluation of a 360-Feedback Program: Implications for Best Practices

Managers (67) and raters (127) participating in a corporate leadership program utilizing a 360-feedback instrument were asked about reactions 1 year later. Participants reported that positive and negative feedback was largely expected; the feedback increased motivation to make behavior changes largely on development areas (82.1%) as opposed to strengths (18.9%).

65 managers who had previously participated in 360 feedback were surveyed to measure change in self-ratings on leadership dimensions, effort to improve, and participation in follow-up development activities over a 23 year period. Participants changed between Time 1 and Time 2. Effort to improve was predictive of Time 2 self-ratings.

245-23. Investigating Employees Turnover Intentions From a Time Perspective

The motives underlying employees intentions to leave the organization at different time periods were studied using the investment model, expectancy theory, and theory of planned behavior. Both similar and different motives appeared important with the largest difference between intention to stay and intentions to leave at some point in time.

Prehire assessments of job applicant work attitudes were examined as predictors of subsequent voluntary turnover in customer service representative positions. This longitudinal study examined turnover at 2 time intervals and explored the utility of attitude assessments in predicting both turnover and job performance, as well as relationships between these criteria.

245-25. Hostile Attributional Style as a Predictor of Stress and Turnover

This study investigates the influence of hostile attribution styles on stress levels and turnover intentions. Specifically, stress is predicted to mediate the relationship between attributions and turnover intentions. Results support the hypothesized model, suggesting that attribution style may be a predictor of both stress levels and turnover.

Participants can come and go as they like, and chat with others with similar interests.

247. Interactive Posters: Sunday, 8:008:50 Los Feliz (Lobby Level)

Coping and Social Support

247-1. Models of Social Support and WorkSchool Conflict

In a survey of 255 employed college students, we found that workschool conflict (WSC) was negatively related to job satisfaction and positively related to anxiety. Instrumental support, but not emotional support, was related to reduced WSC. Neither form of support moderated WSCs relationship with job satisfaction and anxiety.

247-2. Personality and Coping Strategies as Predictors of Counterproductive Work BehaviorsThe present study examined the relationship between personality and coping strategies and the performance of counterproductive work behaviors (CWBs). We found significant relationships between CWBs, selected personality variables, and various methods of coping. Furthermore, results of moderated regression analyses indicated that personality variables and coping strategies interact to predict CWBs.

247-4. Affectivity, Social Support, and Job Burnout Among High School Teachers

Two competing models linking burnout experiences, positive and negative affectivity, and emotional social support were tested. Data from high school teachers indicated that burnout may mediate the relationship between affectivity and seeking social support, rather than emotional social support acting as a mediator of affectivity and burnout.

This session is designed to discuss upcoming trends likely to impact the management of people in organizations in the next 20 years. Presenters will discuss technology, legal, and a variety of other workforce trends expected to influence future organizational practices in the private and public sectors.

Wayne F. Cascio, University of Colorado, Chair

Leo Brajkovich, Gantz Wiley Research, Presenter

R. Jason Weiss, DDI, Presenter

Brian S. OLeary, U.S. Office of Personnel Management, Presenter

David W. Arnold, NCS Pearson, Inc., Presenter

249. Symposium: Sunday, 8:309:50 Sacramento (Level 2)

Evolutions of Fit: Understanding the Temporal Nature of PersonEnvironment Fit

Although theories of personenvironment fit emphasize its interactive nature over time, much of the research in this domain is cross-sectional. This leaves a dearth of knowledge regarding changes in fit over time. This session seeks to inform, through conceptual advances and empirical analysis, research on the temporal nature of fit.

Annelies E. M. Van Vianen, University of Amsterdam, Chair

Amy L. Kristof-Brown, University of Iowa, Co-Chair

Abbie J. Shipp, University of North Carolina, Jeffrey R. Edwards, University of North Carolina,
The Moving Window of Fit: The Meaning and Effects of Past, Present, and Future PE Fit

Todd Darnold, University of Iowa, Amy L. Kristof-Brown, University of Iowa, Timothy A. Judge, University of Florida,
Antecedent, Evolution, and Consequences of Goal-Based PO Fit

Scott Derue, Michigan State University, Frederick P. Morgeson, Michigan State University, Remus Ilies, Michigan State University, Stephen E. Humphrey, Florida State University,
Changes in PersonTeam Fit as a Function of Positive Affect: A Longitudinal Study of Fit in the Team Context

Annelies E. M. Van Vianen, University of Amsterdam, Jan Stoelhorst, University of Amsterdam,
The Theoretical Foundations of PE Fit and the Attraction-Selection-Attrition Model: An Evolutionary Perspective

New technologies and business demands influence how organizations deploy staffing systems. In this environment, traditional best-practice guidance may not meet clients needs. This session will examine common requests from business and present best-practice suggestions from panelists representing several I-O firms. Issues will focus on assessment quality, efficiency, and legal risk.

Organizational intangibles such as the quality of senior management, culture, and the ability to attract world-class talent can account for as much as 35% of a companys valuation. A team of scientist-practitioners will review research conducted on the effect leadership effectiveness has on driving employee engagement and actual business performance.

Represented by SIOP membership, and the number of graduate programs, I-O psychology has grown over the past 20 years. Continued success of I-O psychology as a discipline depends largely on training and education. This panel will discuss current and future needs of doctoral training in I-O psychology from multiple perspectives.

Measuring and Changing Attitudinal Barriers Toward Hiring People With Disabilities

Many Americans with disabilities have not received employment parity with the rest of the population because many employers hold negative attitudes about people with disabilities. The papers in this symposium describe recent research projects that address this need by exploring the reliability and validity of different attitudinal measures to disability.

Combining items into parcels in confirmatory factor analysis can improve model estimation and fit. The impact of using parcels in tests of measurement invariance was examined with simulated data. Models using parcels as indicators erroneously indicated that measurement invariance existed more often than models using items as indicators.

While popular, few studies have assessed the efficacy of the Differential Functioning of Items and Tests (DFIT) methodology for assessing measurement invariance with Likert data. Monte-Carlo analyses indicate a lack of sensitivity of the DFIT methodology for identifying lack of measurement invariance under some conditions of differential functioning.

Though widely used, confirmatory factor analysis tests of measurement invariance are not well understood. Results of a simulation study indicated that the power of invariance tests varied widely depending on sample size, factor overdetermination, and item communality. Accurate estimation of parameters provide a possible explanation for these results.

This study investigated whether hindsight bias or knew-it-all-along effect could be reduced in organizational research and consulting by using a debiasing technique that builds on predictions. Findings indicate that individuals perceive research results as less obvious, more surprising, and more interesting when they have previously made predictions about outcomes.

258-6. Use of rwg Versus SEM and a Variance Ratio
VRwg
New light is shed on rwg versus SEM and the type of inference that each index addresses. An index
Pxx is reviewed that assesses SEM relative to a predetermined standard. Next it is proposed that the variance ratio underlying
rwg be interpreted directly rather than converted to a reliability-like form.

The Equity Preference Questionnaire (Sauley & Bedeian, 2000) is subjected to confirmatory factor analysis resulting in a 2-factor solution that is cross-validated in another sample. Samples are then combined
(n = 857), poorly performing items are identified, and an 8-item revised questionnaire shows better fit to the data.

Many variables treated as stable by industrial psychologists do fluctuate within-person over time. This variation raises concerns about the accuracy of global retrospective reports of behavior and affect. It also offers opportunities to build new theory about within-person processes. Experience sampling methodology is recommended to address these concerns and opportunities.

A significance test for slope differences for 3-way interactions is developed, and its importance for testing psychological hypotheses illustrated. Using Monte Carlo simulations, we examined how sample characteristics affect the tests power. We conclude with a discussion of the tests applicability and usefulness for psychological research.

To date, there has been little research regarding correcting for range restriction when using profile similarity indices as a selection methodology. This study demonstrates a method for correcting profile similarity indices for range restriction by comparing past applicants to a profile for which they did not take the assessment.

This study employed the use of within-person analyses to examine the postulates of Image Theorys (Beach & Mitchell, 1987) screening-stage model in the context of making initial job pursuit decisions. The overall pattern of results provided little support for Image Theorys propositions. Implications of these results are discussed.

Employing multitrait, multimethod methodologies, we assess the extent to which correlations among measures of workenvironment fit provide evidence for or against the construct validity of currently utilized alternative approaches to fit measurement. Results demonstrate that even after accounting for differences in fit conceptualizations, different measurement approaches are not equivalent.

We propose a modified approach to research that employs measures of the precision and generalizability of our predictions of important outcomes as the core metrics of research progress. We discuss how this approach supports cumulative knowledge development and examine why current research practices are likely to hinder such efforts.

Responses from 1,089 participants were used to analyze the validity of the Computer System Usability Questionnaire (CSUQ). The analysis reveled a valid 1-factor solution instead of the 3-factor solution reported by the original author. This demonstrates that usability questionnaires for complete computer systems do not necessarily translate well to Web sites.

This study examined the effects of electronic performance monitoring (EPM) characteristics on procedural justice and stress among call center workers in 3 service organizations. The results indicated that mean levels of fairness and stress were different among organizations that employed EPM systems with different characteristics.

This study examines the effectiveness of 2 methods for estimating battery norm tables from individual test norms. Results in 4 applicant samples suggest that both methods are effective, with error levels low enough to be acceptable in most settings. Practical applications of these estimation methods are discussed.

258-17. Assessing the Construct Validity of Three Neglected Work Values Scales

Work values researchers have just begun to examine how diverse work values constructs interrelate and empirically map the range of work values. In this spirit, this study reports the initial development and validation of new scales to measure 3 lesser researched work values: humanistic, Marxist, and social work values.

258-18. One is the Loneliest Number: A Meta-Analytic Look at Single-Item Measure Validities

The debate on single-item reliability has brought the use of these measures to the forefront of measurement theory. The current study investigates how validity coefficients between 2 affective variables and an organizational outcome. Meta-analytic results support the view that single-item measures may not be the best choice for achieving maximum effect sizes.

This study examined effect-size reporting across a number of psychological subdisciplines. Empirical articles from 5 journals were coded with regard to quantitative practices. Frequency and logit analyses indicated that articles in applied psychology journals were more likely to report effect sizes than were journals from other disciplines.

258-20. A Cautionary Note on Range Restriction and Predictor Intercorrelations

A unique form of range restriction can have dramatic effects on predictor intercorrelations when both predictors are combined into a composite and used for selection. Three approaches are used to illustrate the issue: simulation, a concrete applied example, and a reanalysis of a meta-analysis of abilityinterview correlations.

Viewers reactions to several Fortune 500 company recruitment Web sites were evaluated. Results indicated that viewers ratings of company familiarity and favorability and attractiveness of the organization as an employer were affected by its recruitment Web site. Moreover, these changes were directly related to the usability and visual attractiveness of the Web sites.

258-24. Affective Variables and the Learning Process During Web-Based Training

This study examined the impact of affective variables on the learning process of 236 participants during a Web-based training course. Results indicate that emotional engagement and training satisfaction have an influence on training outcomes.

Ann Williams Howell, Denison Consulting

Submitted by Ann Williams Howell, ahowell@alumni.rice.edu

258-25. The Internet Knowledge (iKnow) Scale

This paper presents a new, internally consistent, 17-item self-report measure of individuals general knowledge and proficiency regarding the Internet. Correlations between Internet ability, computer experience, Internet self-efficacy, and biographical characteristics are presented. Initial results support the construct validity of the iKnow measure.

Theory followed by statistical techniques should model the true nature of proposed relationships. However, implicit scholarly assumptions can create knowledge bases that do not accurately reflect theory. We argue that assumptions of linearity have driven both theory and method, creating a body of organizational scholarship that is, at best, incomplete.

This study explored the relationship between itemtrait association and DIF identification using a real-world data set. Implementing Zumbos (1999) extension of the binary logistic regression model to the polytomous case, DIF effect size was found to become increasingly inflated as violations of trait unidimensionality increased.

258-28. Verbal Protocols and Demonstrating Performance of a Complex Skill

This study addresses the paucity of research on the use of concurrent verbal protocols for the cognitive task analysis of complex skills by demonstrating how procedures affect the performance and verbalizations produced by subject matter experts. Preliminary support for the use of verbal protocols for complex skill analysis is demonstrated.

258-29. Corroborating Self-Report With Empirical Data to Assess an Organizational Program

We conducted pre-/postassessments of knowledge, attitudes, social norms, and behaviors regarding energy consumption. In addition, meter readings regarding water and electricity consumption were collected and compared to a 3-year baseline. Results indicated that energy consumption was reduced and energy conservation knowledge and behaviors increased.

The present study explores individual characteristics (willingness to change and learn), commitment to technology change, and implementation satisfaction in the context of a multiorganization technology initiative. Analyses include relationships among these variables as well and hypotheses testing ageist stereotypes about older workers motivations to learn and technology.

Participants can come and go as they like, and chat with others with similar interests.

260. Interactive Posters: Sunday, 9:009:50 Los Feliz (Lobby Level)

Strategic HR

260-1. Customer-Driven HRM: A Consideration of Criteria

A framework for HRM based on the marketing construct of customer equity is presented. Value, brand, and retention equities are presented as conceptual criteria for the management of employees. The implications of this framework for operational criteria to measure the effectiveness of employees and of the HRM function are explored.

260-2. Diagnosing the Maturity of Human Resource Management in the Organization

The study was conducted to create a diagnostic tool for HR maturity based on survey data on international HR practices collected by CRANET. To validate the tool, outside evaluations of company performance were correlated with HR maturity. Organizational performance tends to be better for higher stages of HR maturity.

In this study we propose a conceptual model with CEO characteristics (self-regulatory focus) on one axis and firm strategy on the other. We argue that there is a value from fit which will lead to growth in organizational performance.

How we conceptualize knowledge influences how we attempt to manage it, and common definitions of knowledge do not support most knowledge management (KM) efforts. An alternative problem-centered conceptualization of knowledgethe knowledge matrixis proposed. Knowledge matrixes view knowledge functionally rather than descriptively and offer greater support for KM efforts.

Coffee Break Sunday, 10:0010:30 Multiple Locations

261. Special Event: Sunday, 10:3011:20
San Jose (Level 2)

Panel Discussion: The Future of I-O Psychology

This session is designed to discuss the future of I-O psychology. Panelists will discuss where I-O psychology as a whole is heading as well as prospects for specific aspects of the field, such as teaching, research, and practice. Discussion will be informed by results of a survey of SIOP members.

Fritz Drasgow, University of Illinois at Urbana-Champaign, Chair

Robert T. Hogan, Hogan Assessment Systems, Presenter

William H. Macey, Personnel Research Associates, Presenter

Kevin R. Murphy, Pennsylvania State University, Presenter

Lois E. Tetrick, George Mason University, Presenter

262. Symposium: Sunday, 10:3011:50 Sacramento (Level 2)

WorkFamily Issues and Job Insecurity in an International Context

Research has examined job insecurity and its consequences on job attitudes, behaviours, and health, both in a national and in an international context. However, only a small number of studies have looked at job insecurity and workfamily. The symposium would like to address this issue in a global context.

Khatera Sahibzada, Portland State University, Leslie B. Hammer, Portland State University,
The Mediating Role of Job Insecurity on the Relationship Between WorkFamily Conflict and Type of Employment Contracts

Zehava Rosenblatt, University of Haifa, Inbal Unger, University of Haifa, Explaining the Relationship Between Job Insecurity and Organizational Commitment: Organizational Support Versus Organizational Justice

This panel discussion presents the emerging field of humanrobot interaction as a potential research area in industrial-organizational psychology over the next 20 years. Topics to be discussed include the cognitive, social, and emotional issues that impact humanrobot interaction and the potential impact of robotic technology in the workplace.

As our discipline has gained a reputation for generating good research methodologists, some I-O psychologists have found opportunities to work in other disciplines. This conversation hour provides opportunities for current and future I-O psychologists to discuss research and funding opportunities that are outside the normal bounds of our discipline.

Global economic, political, and social interdependencies are driving an emphasis on multicultural teamwork. This symposium reports on cutting-edge theory building and research undertaken to investigate the nature of multicultural teams. Specifically, we present the findings from 2 predominately theoretical initiatives as well as the results from 2 empirical studies.

C. Shawn Burke, University of Central Florida, Chair

Janet Sutton, Army Research Lab, Linda G. Pierce, Army Research Laboratory-Aberdeen, Eduardo Salas, University of Central Florida, C. Shawn Burke, University of Central Florida, Cultural Adaptability

Researchers from academic and applied settings will present new findings on a variety of individual and group differences in job analysis ratings. Variables to be addressed include rater demographics, position level, tenure, and conscientiousness. Implications for rater selection and the reliability and accuracy of job information will be discussed.

Directors of I-O and I-O HRM masters programs, MA/MS students and faculty, masters level practitioners, and job placement directors are invited to consider the desirability, feasibility, and potential content of a SIOP Masters Consortium. Data from a national survey of program directors and students will serve as the basis for discussion.

Timothy J. Huelsman, Appalachian State University, Host

Geneva M. Phillips, The Boeing Company, Co-Host

Gwenith G. Fisher, Institute for Social ResearchUniversity of Michigan, Co-Host

While SIOP provides guidelines for graduate education in I-O, undergraduate exposure to I-O varies. Presenters will discuss I-O education in introductory psychology, as presented in popular I-O and OB textbooks, and as a possible undergraduate concentration. I-O identity and the benefits of systematic undergraduate I-O education will be discussed.

Types of Outstanding Leadership: Advancements From a Sensemaking Approach

We propose a new theoretical model exploring 3 alternative pathways to outstanding leadership: charismatic, ideological, and pragmatic. Based largely on sensemaking following a crisis, we propose that the 3 alternative types represent distinct, yet equally viable pathways. Empirical results from initial model testing and future research opportunities will be discussed.

Entrepreneurship researchers have increasingly drawn on the findings and theories of I-O psychology in studying the entrepreneurial process. However, I-O psychologists have largely overlooked new ventures as a potentially useful research setting. This symposium focuses on the potential benefits to I-O psychology of working in this new context.

Robert A. Baron, Rensselaer Polytechnic Institute, Chair

J. Robert Baum, University of Maryland, New Ventures: A Beneficial Setting for Motivation Research

Edwin A. Locke, University of Maryland, The Relationship Between General Traits and Situationally Specific Goals in New Ventures

Michael Frese, University of Giessen, Towards a Concept of Planning: A Facet of Success in Entrepreneurship

Robert A. Baron, Rensselaer Polytechnic Institute, New Ventures: A Useful Arena for Research on Individual Difference Factors

A look backward at comments is provided through histories of comment use and lessons learned in various organizational survey/360-feedback programs (e.g., rater training, safeguards). A look forward is provided by reporting on the application of new analyses and speculation about future improvements and technology options to increase comment utility.

The purpose of the symposium is to expose the audience to the Bar-On approach to assessing emotionally and socially intelligent behavior. This approach provides the theoretical basis for the EQ-i, which is an instrument measures social and emotional functioning. Specifically, the symposium will examine how emotional intelligence impacts job performance.

Peter Papadogiannis, Multi-Health Systems, Inc., Chair

Steven J. Stein, Multi-Health Systems, Inc., Co-Chair

Reuven Bar-On, University of Texas Medical Branch, The Impact of Emotional Intelligence on Leadership

Many organizations encourage team working. However, there is little empirical research to guide those wishing to implement team-based working (TBW) across whole org-anizations. This symposium assembles 4 papers on team-based working that addresses this gap. Discussion will focus on practicalities of TBW and theory development.